What does GTM hiring look like when you take away the job ads, the LinkedIn polish and the quarterly board slides?

Over the past year we’ve spoken with in-house recruiters hiring Sales, Marketing, Customer Success and RevOps roles at SaaS companies of every size, from ten-person seed teams to scale-ups with hundreds of open reqs.

The same themes come up again and again: too many reqs, moving hiring bars, isolation, and a quiet frustration that the work isn’t always understood.

This blog shares what we’ve heard, and what the recruiters doing it well seem to have figured out.

Let’s Dive In!

What separates a good GTM recruiter from a great one?

It isn’t the size of their network or how many InMails they send.

Spend time with the in-house recruiters who consistently hire strong sales, marketing, customer success and RevOps people for SaaS companies, and you start to notice the same handful of habits. They understand how the business makes money. They run calm, structured searches. They tell hiring managers the truth, kindly. And they keep learning from the people around them.

This blog looks at those shared traits, and how any in-house recruiter can build them.

Let’s Dive In!

How many communities are you a member of right now? And how many of them did you actually open last week?

If the honest answer is “a lot” and “one, maybe”, you are not alone. Most Talent Acquisition professionals collect Communities the way they collect browser tabs. Each one felt useful when you joined. A few months later, most of them are just noise.

So before joining another one, it is worth asking a better question than “which is the biggest?”

Let’s Dive In!

There is a Slack workspace on your laptop right now that you joined with good intentions and have not opened since March. Probably more than one.

Most recruiters have a small graveyard of these. A group someone recommended, a channel from a conference, a LinkedIn network with four hundred thousand members and one post a week from someone selling an AI sourcing tool.

It is easy to blame the platform. The platform is rarely the problem. The problem is that almost nobody defines what the group is for before they open the doors.

Let’s Dive In!

Every week, In-House Recruiters hiring Sales, Marketing, Customer Success and RevOps roles for SaaS companies ask us the same handful of questions.

How many reqs is too many? How do you calibrate a hiring bar with a Sales Leader who wants everything? Does SaaS experience really matter?

This blog pulls together honest answers to the questions Internal GTM recruiters ask most, drawn from conversations across the Community.

Let’s Dive In!

Plenty of talented Recruiters move from Engineering or Product hiring into GTM roles and find the ground has shifted under them.

Hiring Sales, Marketing, Customer Success and RevOps people for a SaaS business is not simply Tech recruitment with different job titles. The Candidates behave differently, the assessment challenge is inverted, and the cost of getting it wrong shows up on the Revenue line within two quarters.

This blog breaks down what actually changes, and what In-House Recruiters should do differently as a result.

Let’s Dive In!